RPO for an international FMCG company: 10 middle managers hired

The Business Task

An international FMCG giant entrusted us with a full-cycle RPO project — not one-off placements, but a systematic recruitment process. Our mission: to fill 10 middle manager positions in Belarus.

The Challenges We Faced

• Different "entry points" from each hiring manager. Every hiring manager had their own management style, unique requirements for candidates, and a different decision-making speed. There was no universal template. 
• Deep competency assessment, not just CV screening. The client insisted on competency-based interviews. They needed to evaluate not just experience, but specific behavioral patterns that fit their corporate culture. 
•  True multitasking without compromising quality. We had to manage up to 10 sequential positions simultaneously, ensuring no delays or drop in quality on any single role.

Our Solution

We adapted to each manager individually. Instead of forcing a one-size-fits-all process, we studied the style, pain points, and evaluation criteria of each hiring manager. For one, speed was critical; for another, detailed reporting; for a third, live debriefs after each interview.
We became part of the team, not an external HR department. We built trust-based relationships. The hiring managers stopped seeing us as an outside vendor and started treating us as an integrated part of their own team.
We immersed ourselves in the assessment process. We didn't just send CVs to interviews. We sat in on the interviews, observed, and documented exactly which competencies the client focused on. As a result, starting from the second or third interview round, we were able to present candidates who hit the mark precisely, without unnecessary iterations or back-and-forth.

The Results You Can Expect: